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Working together - count me in Diversity and Equity update
By Imm Yong
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NPF Staff are subject to the federal Employment Equity Act, which requires all federally regulated employers to implement Employment Equity and report on steps taken to meet the requirements of the legislation.
Significant work still has to be done before NPF will be deemed in compliance with the Employment Equity Act. CFPSA CEO, MGen Langton, however has clearly stated that “we will not just embrace diversity and employment equity by simply ticking off the compliance checklist. We will work towards a barrier-free and inclusive work environment and become a leader in the area of employment equity and diversity.”
The former Chief of Defence Staff, General J.M.G. Baril stated: “...the Canadian Forces (CF) is unequivocally committed to gender integration and employment equity. Implementing ‘Building Teamwork in a Diverse CF’ may be one of the hardest and most challenging tasks undertaken by the CF. I realize that it may touch a service member’s emotions, values and beliefs and will require some to question and make changes to their behaviour. It will also force us to review many policies, systems, and practices - many of which have never before been questioned. The responsibility of the chain of command is to provide the leadership that will promote an organizational climate that values the diversity of its service members”.
Statistics Canada states that between 1991 and 2001, the number of people in the labour force increased by 1.3 million. Due to the demand for skills in the face of advancing technologies and the ‘knowledge based economy’, almost one-half of this growth occurred in highly skilled occupations that normally require university qualifications. At the same time, the workforce has become much “grayer”. By 2011, when almost one fifth of the baby-boom generation will be at least 61 years of age, the potential exists for shortages in certain occupations. In addition, rates of fertility have remained at low levels for the past 30 years. With an increasingly diverse labour market, with higher rates of participation for women, Aboriginals, members of visible minority groups and people with disabilities, diversity and equity are inevitably becoming part of the corporate culture in Canada.
Leaders who have embraced this culture in their organizations and see the value of bringing representatives of the designated groups into their workplaces include: President FedEx Canada, Rajesh Subramaniam: “FedEx Canada doesn’t approach the question of diversity through the lens of compliance. Diversity policies at FedEx are focused largely on communicating respect and fostering awareness of the importance of diversity to the business. Putting people first is part of FedEx DNA, and unless one fundamentally believes that’s the case, any policies, procedures, rules and regulations will ultimately not work. One has to fundamentally believe in an organization’s employees, and that has to come straight from the top and not delegated to HR.”
CEO Nissan, Carlo Goshn: “ We have a tendency to reject what is different. And at the same time, we need what is different. Because what is the different is the only way we can grow.”
Employee values and behaviour will ultimately determine the success of the employment equity program.
As Director Diversity and Equity I welcome your input and your feedback. Please contact me at ee@cfpsa.com. Your confidentiality is assured.
